WEBVTT
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I remember having a few conversations with my dad about leadership where it's like, you know, I'm just being tough on you to make sure you do the right thing.
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It's like, no, I would I'll still do the right thing if you gave me a hug.
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In theory and practice, brought to you by talktherapy.nyc.
00:00:31.280 --> 00:00:40.399
New York City therapists talk about a concept or theory from clinical psychology and then describe what it might look like to work within that theory in therapy.
00:00:49.359 --> 00:00:52.560
Hi, I'm licensed mental health counselor Birch Cooper.
00:00:52.719 --> 00:00:56.719
Welcome to our episode on how I work with clients in leadership roles.
00:00:57.039 --> 00:01:00.159
We'll start the podcast off by defining leadership.
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Then I'll talk about decision making as a key component of leadership.
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And I will cover three leadership styles, followed by how different styles of leadership can be contrasted to provide additional options when leaders are feeling stuck and as an opportunity for personal growth.
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Two comedians will join us to share some personal stories about leadership.
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Stacy will share an inspiring story and we will end with what we call an elevator rant, a brief, relatable frustration and an actual intervention that helps cope with frustration.
00:01:33.680 --> 00:01:39.760
During these podcasts, I talk about some of the underlying theories of talk therapy for educational purposes.
00:01:40.000 --> 00:01:49.200
Although some therapists do explain concepts or theories in talk therapy, on this podcast I go deeper into theory than I would in a typical therapy session.
00:01:49.359 --> 00:01:51.359
How would you like to lead?
00:01:52.239 --> 00:01:57.519
How one leads depends on the individual, their style, and the challenge that they are facing.
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Leaders are people too, so I work with those who lead mostly the same way I do everyone else.
00:02:04.319 --> 00:02:14.319
No one has come into therapy and asked to talk about leadership for an hour, but it might be one of the challenges they bring into any given session or a theme during treatment.
00:02:14.800 --> 00:02:24.319
Their goals for therapy might be something like help me prepare for a leadership role, or I would like to feel more confident about the leadership decisions I make.
00:02:24.879 --> 00:02:30.639
I think it's most helpful to think about leadership as an aspect of identity and experience.
00:02:30.879 --> 00:02:35.680
So leadership comes up in a session like anything else, occasionally or mixed in.
00:02:35.840 --> 00:02:42.000
The first aspect of leadership we'll cover is decision-making that is best conceptualized as a spectrum.
00:02:42.479 --> 00:02:49.599
On one side, you have unilateral decision-making by one person at the top, is known as directive.
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He gave us this directive.
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Or on the other side, participative, a more egalitarian decision-making process where the team is actively involved in decision making.
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This side can vary from providing input to the complete other side of the decision-making spectrum, where everyone gets a vote.
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Beyond decision-making, there are five leadership styles that I focus on, and today we will talk about three of them.
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Each starts with a question a leader using that style might ask themselves.
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Situational.
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What is this individual good at, and what is the ideal way to engage with them?
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When practicing situational leadership, you as a leader optimize the flexibility of adapting to the needs and readiness of those you are leading, utilizing a combination of directive and supportive behaviors.
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With an understanding of the maturity and competence of each team member, you will shift between four styles: directing, coaching, supporting, and delegating.
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Servant leadership.
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What does my team need to perform at their best?
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As part of servant leadership, you prioritize being of service to others, placing the needs of your team above your own.
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You ensure your team has everything they need in order to help them grow, develop, and perform at their best.
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If a task is necessary to move forward, no task is beneath you in servant leadership.
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Transformational leadership.
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How do I inspire them to grow as a team to meet this challenge?
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As the leader practicing transformational leadership, you will establish an inspiring and motivating vision that resonates with all involved.
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Your desire is for everyone to reach their full potential.
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As leadership, you will identify and foster each individual's unique skills while working towards the organization's shared goals.
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By developing strong relationships and providing individualized attention, as a transformational leader, you cultivate an environment where employees feel empowered to contribute creatively.
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Most of the people I work with have a primary leadership style.
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Sometimes they learned about it in business school or read about it or have come to it organically.
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The best way to understand how I use the styles in a session is by listening for what style might have information for the client to consider and asking it as a question.
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In what ways can you adapt to address this issue?
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At times I use their primary leadership style to come up with the questions, but when a client is stuck, it is equally helpful to ask about an element utilized in a different style.
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So you might ask someone who is prone to the servant style, making sure their staff have everything they need to succeed.
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Who on your team could grow and meet this challenge?
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Or what goal might they find inspiring?
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The concept is based on something called Jungian untyping.
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Carl Jung was a Swiss psychologist and a student of Freud who worked in the early 20th century.
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He is widely regarded as one of the most influential psychologists ever.
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He created a personality framework, Carl Jung's theory of psychological types.
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It's what the Myers-Briggs personality framework was originally based on.
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Jung acknowledged that it is important to know yourself what type of personality you have, but he believed it was equally important to pursue what he called untyping.
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Jung believed that through the process of untyping, working against the grain a bit is how we actually change and grow.
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Jung suggested applying this to personality traits, not leadership styles, but I wanted a way to work with leaders that was grounded in theory and utilize their unused or undeveloped leadership traits.
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Clients don't always know the answer in the moment, although sometimes they do.
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It can also simply be an exploration or something they reflect on.
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You can catch Ayanna Dukey and Anthony Moore performing at comedy clubs around town.
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Ayana shares her observations at the comedy and personal growth on Instagram and YouTube.
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Ayana's description of hosting comedy shows closely matches the servant leadership style.
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To be a good host, you are the sacrificial lamb.
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I tell any comic, I'm like, you want to be a better comedian?
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Host.
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I feel like at this point I host more than I actually do spots.
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And I know that if I do a poor job hosting, that first comic that's coming on after me, they're gonna have to re-host.
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I try to warm the crowd up as quick as possible, doing the rah-rah, rah, rah, rah, where you from, oh, those, you know, the typical things that we see people doing crowd work, but I try to get into material as quick as possible, as quickly as possible, because I need that crowd to be accustomed to hearing setup punch, set up punch, set up punch.
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Because I know the comics that are coming after me, that's what they're gonna be doing.
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They're not gonna be for the most part doing, hey guy, where are you from, or doing so?
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I want the crowd to know that to just get that in their in their body that I'm going to hear actual structured jokes.
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I think I could be a bit of an asshole.
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Um, but when the show is going well, when comics are like, oh my gosh, that crowd was so they were amazing.
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I always go, you're welcome.
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Because I know that as the host, your job is to make this random group of strangers a unified audience.
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And I don't think that comics who have never hosted understand or even pay deference to the host that did that.
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Because these people are coming in from off the street, whatever they were doing before the show, they're talking amongst each other, they're getting drinks, somebody's late, the train was delayed, whatever.
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They're coming into this room with their entire life going on before entering the showroom.
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And to get them to settle down, to get people's attention while they're, I want a Moscow mule, or trying to, you know, their friends walk in, hey girls, good to see, like all of that, or I gotta go to the bat, but it's just so, it's just chaos.
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And to get that room to and do, you know, and now we are all moving as a unit because when you get those loud, that those loud laughs, that's energy.
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That's the entire room moving as one unit.
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And to be a good host, you are the sacrificial lamb.
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You are the one that's going, I know that these people might not leave this show seeing how amazing I am as a comedian or as a joke writer, because they're probably not gonna, I'm not gonna ever have that 15, 20 minutes to get that rhythm going, right?
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Because my job is to set the stage for everybody coming behind me.
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And that's why a lot of hosts, after a few years, they're like, I don't want to do this no more.
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I do not want to do this anymore because it is a selflish job, and comics who have never hosted before don't think about that.
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They get on stage and they're just like, Oh, well, I'm so great.
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It's like, no, no, no, no, no.
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We set the stage so that you can be great.
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And I wish more comet comics would understand and respect that.
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Originally from Philly, Anthony Moore hosts his We Want More podcast on YouTube with clips from the show and his stand-up on Instagram.
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Here, Anthony talks about working one-to-one with students, hands-on leadership in the classroom, and how he would help students.
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I was a one-to-one worker, worked with kids with intellectual um disabilities or behavior challenges.
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So, with my role, I led students, but also because I was kind of staff support, also had to follow follow the lead of teachers and like just the the staff above me, the principals, the assistant principals, those people.
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So I was kinda in a weird space where I had to lead people, but at the same time, because I wasn't an uh employee of the school, nobody respected me.
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Students or staff.
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It's like principal, teachers, then like the other staff, like the secretaries, janitors, and then peer professional, that's kind of how they looked at, that's how the students look at you.
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I say it's probably the other staff that makes it hurt, actually.
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The staff they make it challenging because they might try to direct you on what you need to do, but they're actually not in the classroom seeing what's going on.
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So that's a that's a big problem with schools.
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The teachers and the peer professionals, the one in the classrooms actually doing like that hands-on, the the hands-on like experience.
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They see what's happening and what changes need to be made and how to adapt to the classroom, but it's somebody that might be put in a higher position, whereas that's not really the best way to apply to this situation.
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That's that's the perfect way to put it, is like a theory is just a theory.
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A theory, like it doesn't that theory doesn't work in every situation because every situation is different.
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So would you apply to like one autistic child that are dig are dealing with some triggers, that doesn't mean that's gonna work for the other child.
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But the kids, I would try to build their confidence just with like small things that they were able to do.
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So if they might be afraid of reading in the classroom, start them out, let them read separately, and then when it comes time, have them read that same thing with the rest of the class.
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So it's like they already saw it beforehand, so they everybody feels somewhat comfortable.
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Starting them off with like really simple math problems, whether it be like just one plus one, two plus two, in that one-to-one setting, they would be okay with messing up instead of letting everybody sit and mess up or something.
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Working with the kids, it seemed like I thought they hated me.
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And then once I stopped working there, like during a pandemic, somehow the kids they found me online.
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They f like they would find me on on YouTube and like leave comments like, hey, Mr.
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Anthony is like remember me.
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So things of that sort.
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So that let me know that I kind of did leave a lasting imprint.
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I definitely did find it um fulfilling knowing that I could be um a positive role model.
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I mean, you hear some of the stories or you're just around the kids every day, you naturally do want to see them succeed and do better.
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When kids are going through tough situations, you try not to take home the problems with you, but then you notice that like you you have indent conversations with your partner about I I can't believe this kid did this, or I can't believe this kid is dealing with this, or you start sharing like this kid learned this today.
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Naturally, you do take home the good and bad from the job.
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The good definitely did make it worth it.
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And now, an inspiring story from Stacy.
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Open your heart, close your eyes, and come along with me, Stacy, as I share a true inspiring story.
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In Milwaukee, Oregon, where the morning air can carry the smell of fresh bread from neighborhood bakeries, Dave Dahl spent years living with the feeling that his story had already been written.
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For a long time, the chapters had been hard ones.
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Dave had struggled with addiction and made choices that led him to prison.
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When he returned to his hometown, more than a backpack sat on his shoulders.
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He was also carrying the weight of his past, and in the eyes of some, the stigma of his mistakes.
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His family, more open and forgiving than most, managed the ideal trifecta for anyone returning to a community after prison.
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Stable housing, a job, and the agency to navigate one's basic needs.
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They welcomed him back into the family bakery, which led to early mornings, flour on his hands, dough to mix, ovens to tend, the ordinary rhythm of a bakery, the kind of structure and stability that can begin to mend just about anything.
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Second chances often begin that way, not with applause, but with someone saying, Welcome back, there's work to do.
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Eventually, he helped create a bread company that became known as Dave's Killer Bread.
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But the most meaningful part of the story isn't just the bread itself, it is the idea behind it.
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Dave became an advocate for giving people with criminal records opportunities to rebuild their lives.
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The company is known for hiring people who, like Dave, are trying to start a new chapter.
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Because most of us would never want to be judged only by our hardest one.
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Dave Dahl's story reminds us that redemption takes place over time, slowly, like bread rising before dawn, quietly, patiently, noticeable only to keen observers and those who remember where things started.
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Sometimes a second chance is not simply another opportunity.
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Sometimes it goes beyond starting a different chapter.
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And someone who was once lost in their own story can create a whole new life for themselves.
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Thank you for joining me for this inspiring story.
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When we meet again, hopefully, I can share a story that will inspire you like you have inspired others.
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Sincerely, Stacy.
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An elevator rant is a brief, impassioned burst of expression meant to release strong, repressed, or pent-up emotions.
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These are actors.
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Results in therapist participation may vary.
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I actually enjoy connecting with my male colleagues.
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Um most of my male colleagues.
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I like it when they open up to me.
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Most of the time.
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Please don't complain to me about your wife.
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Yes.
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Wives ask their husbands to take out the trash, and everyone should know how to load a dishwasher.
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When your mind goes to domestic squabbles, it makes me curious about how you see me as a colleague.
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Oh.
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And Jim from Accounting.
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I am so glad that you felt comfortable sharing on the company Slack while you no longer get up for women on the subway because they are coming after your job.
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Have you lost it?
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I could never live on your salary.
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Perhaps you should think about coming after my job.
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It's called guttural breathing.
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I use it to get the tension out.
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Oh, it's from deep in the diaphragm.
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I at a ground for good measure.
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It works for me.
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I can get bossy, I know that.
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I can become very bossy.
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I try not to.
00:00:06.959 --> 00:00:15.039
I remember having a few conversations with my dad about leadership where it's like, you know, I'm just being tough on you to make sure you do the right thing.
00:00:15.279 --> 00:00:18.800
It's like, no, I would I'll still do the right thing if you gave me a hug.
00:00:23.920 --> 00:00:28.160
In theory and practice, brought to you by talktherapy.nyc.
00:00:31.280 --> 00:00:40.399
New York City therapists talk about a concept or theory from clinical psychology and then describe what it might look like to work within that theory in therapy.
00:00:49.359 --> 00:00:52.560
Hi, I'm licensed mental health counselor Birch Cooper.
00:00:52.719 --> 00:00:56.719
Welcome to our episode on how I work with clients in leadership roles.
00:00:57.039 --> 00:01:00.159
We'll start the podcast off by defining leadership.
00:01:00.320 --> 00:01:04.400
Then I'll talk about decision making as a key component of leadership.
00:01:04.560 --> 00:01:16.879
And I will cover three leadership styles, followed by how different styles of leadership can be contrasted to provide additional options when leaders are feeling stuck and as an opportunity for personal growth.
00:01:17.200 --> 00:01:21.359
Two comedians will join us to share some personal stories about leadership.
00:01:21.680 --> 00:01:33.200
Stacy will share an inspiring story and we will end with what we call an elevator rant, a brief, relatable frustration and an actual intervention that helps cope with frustration.
00:01:33.680 --> 00:01:39.760
During these podcasts, I talk about some of the underlying theories of talk therapy for educational purposes.
00:01:40.000 --> 00:01:49.200
Although some therapists do explain concepts or theories in talk therapy, on this podcast I go deeper into theory than I would in a typical therapy session.
00:01:49.359 --> 00:01:51.359
How would you like to lead?
00:01:52.239 --> 00:01:57.519
How one leads depends on the individual, their style, and the challenge that they are facing.
00:01:57.920 --> 00:02:03.920
Leaders are people too, so I work with those who lead mostly the same way I do everyone else.
00:02:04.319 --> 00:02:14.319
No one has come into therapy and asked to talk about leadership for an hour, but it might be one of the challenges they bring into any given session or a theme during treatment.
00:02:14.800 --> 00:02:24.319
Their goals for therapy might be something like help me prepare for a leadership role, or I would like to feel more confident about the leadership decisions I make.
00:02:24.879 --> 00:02:30.639
I think it's most helpful to think about leadership as an aspect of identity and experience.
00:02:30.879 --> 00:02:35.680
So leadership comes up in a session like anything else, occasionally or mixed in.
00:02:35.840 --> 00:02:42.000
The first aspect of leadership we'll cover is decision-making that is best conceptualized as a spectrum.
00:02:42.479 --> 00:02:49.599
On one side, you have unilateral decision-making by one person at the top, is known as directive.
00:02:50.479 --> 00:02:52.719
He gave us this directive.
00:02:53.439 --> 00:03:02.719
Or on the other side, participative, a more egalitarian decision-making process where the team is actively involved in decision making.
00:03:03.439 --> 00:03:11.280
This side can vary from providing input to the complete other side of the decision-making spectrum, where everyone gets a vote.
00:03:12.159 --> 00:03:19.039
Beyond decision-making, there are five leadership styles that I focus on, and today we will talk about three of them.
00:03:20.000 --> 00:03:24.800
Each starts with a question a leader using that style might ask themselves.
00:03:25.919 --> 00:03:26.960
Situational.
00:03:28.000 --> 00:03:32.719
What is this individual good at, and what is the ideal way to engage with them?
00:03:33.520 --> 00:03:46.479
When practicing situational leadership, you as a leader optimize the flexibility of adapting to the needs and readiness of those you are leading, utilizing a combination of directive and supportive behaviors.
00:03:47.120 --> 00:03:58.240
With an understanding of the maturity and competence of each team member, you will shift between four styles: directing, coaching, supporting, and delegating.
00:03:58.879 --> 00:04:00.719
Servant leadership.
00:04:01.199 --> 00:04:04.080
What does my team need to perform at their best?
00:04:05.360 --> 00:04:12.560
As part of servant leadership, you prioritize being of service to others, placing the needs of your team above your own.
00:04:12.879 --> 00:04:19.519
You ensure your team has everything they need in order to help them grow, develop, and perform at their best.
00:04:20.319 --> 00:04:26.240
If a task is necessary to move forward, no task is beneath you in servant leadership.
00:04:26.720 --> 00:04:28.879
Transformational leadership.
00:04:29.439 --> 00:04:33.600
How do I inspire them to grow as a team to meet this challenge?
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As the leader practicing transformational leadership, you will establish an inspiring and motivating vision that resonates with all involved.
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Your desire is for everyone to reach their full potential.
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As leadership, you will identify and foster each individual's unique skills while working towards the organization's shared goals.
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By developing strong relationships and providing individualized attention, as a transformational leader, you cultivate an environment where employees feel empowered to contribute creatively.
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Most of the people I work with have a primary leadership style.
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Sometimes they learned about it in business school or read about it or have come to it organically.
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The best way to understand how I use the styles in a session is by listening for what style might have information for the client to consider and asking it as a question.
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In what ways can you adapt to address this issue?
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At times I use their primary leadership style to come up with the questions, but when a client is stuck, it is equally helpful to ask about an element utilized in a different style.
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So you might ask someone who is prone to the servant style, making sure their staff have everything they need to succeed.
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Who on your team could grow and meet this challenge?
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Or what goal might they find inspiring?
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The concept is based on something called Jungian untyping.
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Carl Jung was a Swiss psychologist and a student of Freud who worked in the early 20th century.
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He is widely regarded as one of the most influential psychologists ever.
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He created a personality framework, Carl Jung's theory of psychological types.
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It's what the Myers-Briggs personality framework was originally based on.
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Jung acknowledged that it is important to know yourself what type of personality you have, but he believed it was equally important to pursue what he called untyping.
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Jung believed that through the process of untyping, working against the grain a bit is how we actually change and grow.
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Jung suggested applying this to personality traits, not leadership styles, but I wanted a way to work with leaders that was grounded in theory and utilize their unused or undeveloped leadership traits.
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Clients don't always know the answer in the moment, although sometimes they do.
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It can also simply be an exploration or something they reflect on.
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You can catch Ayanna Dukey and Anthony Moore performing at comedy clubs around town.
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Ayana shares her observations at the comedy and personal growth on Instagram and YouTube.
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Ayana's description of hosting comedy shows closely matches the servant leadership style.
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To be a good host, you are the sacrificial lamb.
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I tell any comic, I'm like, you want to be a better comedian?
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Host.
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I feel like at this point I host more than I actually do spots.
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And I know that if I do a poor job hosting, that first comic that's coming on after me, they're gonna have to re-host.
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I try to warm the crowd up as quick as possible, doing the rah-rah, rah, rah, rah, where you from, oh, those, you know, the typical things that we see people doing crowd work, but I try to get into material as quick as possible, as quickly as possible, because I need that crowd to be accustomed to hearing setup punch, set up punch, set up punch.
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Because I know the comics that are coming after me, that's what they're gonna be doing.
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They're not gonna be for the most part doing, hey guy, where are you from, or doing so?
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I want the crowd to know that to just get that in their in their body that I'm going to hear actual structured jokes.
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I think I could be a bit of an asshole.
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Um, but when the show is going well, when comics are like, oh my gosh, that crowd was so they were amazing.
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I always go, you're welcome.
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Because I know that as the host, your job is to make this random group of strangers a unified audience.
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And I don't think that comics who have never hosted understand or even pay deference to the host that did that.
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Because these people are coming in from off the street, whatever they were doing before the show, they're talking amongst each other, they're getting drinks, somebody's late, the train was delayed, whatever.
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They're coming into this room with their entire life going on before entering the showroom.
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And to get them to settle down, to get people's attention while they're, I want a Moscow mule, or trying to, you know, their friends walk in, hey girls, good to see, like all of that, or I gotta go to the bat, but it's just so, it's just chaos.
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And to get that room to and do, you know, and now we are all moving as a unit because when you get those loud, that those loud laughs, that's energy.
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That's the entire room moving as one unit.
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And to be a good host, you are the sacrificial lamb.
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You are the one that's going, I know that these people might not leave this show seeing how amazing I am as a comedian or as a joke writer, because they're probably not gonna, I'm not gonna ever have that 15, 20 minutes to get that rhythm going, right?
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Because my job is to set the stage for everybody coming behind me.
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And that's why a lot of hosts, after a few years, they're like, I don't want to do this no more.
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I do not want to do this anymore because it is a selflish job, and comics who have never hosted before don't think about that.
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They get on stage and they're just like, Oh, well, I'm so great.
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It's like, no, no, no, no, no.
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We set the stage so that you can be great.
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And I wish more comet comics would understand and respect that.
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Originally from Philly, Anthony Moore hosts his We Want More podcast on YouTube with clips from the show and his stand-up on Instagram.
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Here, Anthony talks about working one-to-one with students, hands-on leadership in the classroom, and how he would help students.
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I was a one-to-one worker, worked with kids with intellectual um disabilities or behavior challenges.
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So, with my role, I led students, but also because I was kind of staff support, also had to follow follow the lead of teachers and like just the the staff above me, the principals, the assistant principals, those people.
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So I was kinda in a weird space where I had to lead people, but at the same time, because I wasn't an uh employee of the school, nobody respected me.
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Students or staff.
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It's like principal, teachers, then like the other staff, like the secretaries, janitors, and then peer professional, that's kind of how they looked at, that's how the students look at you.
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I say it's probably the other staff that makes it hurt, actually.
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The staff they make it challenging because they might try to direct you on what you need to do, but they're actually not in the classroom seeing what's going on.
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So that's a that's a big problem with schools.
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The teachers and the peer professionals, the one in the classrooms actually doing like that hands-on, the the hands-on like experience.
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They see what's happening and what changes need to be made and how to adapt to the classroom, but it's somebody that might be put in a higher position, whereas that's not really the best way to apply to this situation.
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That's that's the perfect way to put it, is like a theory is just a theory.
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A theory, like it doesn't that theory doesn't work in every situation because every situation is different.
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So would you apply to like one autistic child that are dig are dealing with some triggers, that doesn't mean that's gonna work for the other child.
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But the kids, I would try to build their confidence just with like small things that they were able to do.
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So if they might be afraid of reading in the classroom, start them out, let them read separately, and then when it comes time, have them read that same thing with the rest of the class.
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So it's like they already saw it beforehand, so they everybody feels somewhat comfortable.
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Starting them off with like really simple math problems, whether it be like just one plus one, two plus two, in that one-to-one setting, they would be okay with messing up instead of letting everybody sit and mess up or something.
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Working with the kids, it seemed like I thought they hated me.
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And then once I stopped working there, like during a pandemic, somehow the kids they found me online.
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They f like they would find me on on YouTube and like leave comments like, hey, Mr.
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Anthony is like remember me.
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So things of that sort.
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So that let me know that I kind of did leave a lasting imprint.
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I definitely did find it um fulfilling knowing that I could be um a positive role model.
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I mean, you hear some of the stories or you're just around the kids every day, you naturally do want to see them succeed and do better.
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When kids are going through tough situations, you try not to take home the problems with you, but then you notice that like you you have indent conversations with your partner about I I can't believe this kid did this, or I can't believe this kid is dealing with this, or you start sharing like this kid learned this today.
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Naturally, you do take home the good and bad from the job.
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The good definitely did make it worth it.
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And now, an inspiring story from Stacy.
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Open your heart, close your eyes, and come along with me, Stacy, as I share a true inspiring story.
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In Milwaukee, Oregon, where the morning air can carry the smell of fresh bread from neighborhood bakeries, Dave Dahl spent years living with the feeling that his story had already been written.
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For a long time, the chapters had been hard ones.
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Dave had struggled with addiction and made choices that led him to prison.
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When he returned to his hometown, more than a backpack sat on his shoulders.
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He was also carrying the weight of his past, and in the eyes of some, the stigma of his mistakes.
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His family, more open and forgiving than most, managed the ideal trifecta for anyone returning to a community after prison.
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Stable housing, a job, and the agency to navigate one's basic needs.
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They welcomed him back into the family bakery, which led to early mornings, flour on his hands, dough to mix, ovens to tend, the ordinary rhythm of a bakery, the kind of structure and stability that can begin to mend just about anything.
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Second chances often begin that way, not with applause, but with someone saying, Welcome back, there's work to do.
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Eventually, he helped create a bread company that became known as Dave's Killer Bread.
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But the most meaningful part of the story isn't just the bread itself, it is the idea behind it.
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Dave became an advocate for giving people with criminal records opportunities to rebuild their lives.
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The company is known for hiring people who, like Dave, are trying to start a new chapter.
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Because most of us would never want to be judged only by our hardest one.
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Dave Dahl's story reminds us that redemption takes place over time, slowly, like bread rising before dawn, quietly, patiently, noticeable only to keen observers and those who remember where things started.
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Sometimes a second chance is not simply another opportunity.
00:16:17.519 --> 00:16:20.799
Sometimes it goes beyond starting a different chapter.
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And someone who was once lost in their own story can create a whole new life for themselves.
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Thank you for joining me for this inspiring story.
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When we meet again, hopefully, I can share a story that will inspire you like you have inspired others.
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Sincerely, Stacy.
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An elevator rant is a brief, impassioned burst of expression meant to release strong, repressed, or pent-up emotions.
00:16:52.480 --> 00:16:54.320
These are actors.
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Results in therapist participation may vary.
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I actually enjoy connecting with my male colleagues.
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Um most of my male colleagues.
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I like it when they open up to me.
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Most of the time.
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Please don't complain to me about your wife.
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Yes.
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Wives ask their husbands to take out the trash, and everyone should know how to load a dishwasher.
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When your mind goes to domestic squabbles, it makes me curious about how you see me as a colleague.
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Oh.
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And Jim from Accounting.
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I am so glad that you felt comfortable sharing on the company Slack while you no longer get up for women on the subway because they are coming after your job.
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Have you lost it?
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I could never live on your salary.
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Perhaps you should think about coming after my job.
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It's called guttural breathing.
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I use it to get the tension out.
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Oh, it's from deep in the diaphragm.
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I at a ground for good measure.
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It works for me.
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I can get bossy, I know that.
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I can become very bossy.
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I try not to.
